Legislative and Regulatory Update: What You Need to Know

Although the current administration has brought – and may continue to bring – changes to regulations that have an impact on the printing industry, that in no way means print service providers (PSPs) should stop paying attention. To gain a better understanding of where we are now and where we’re headed, Wide-format Impressions reached out to Stephanie Buka, Adriane Harrison, Gary Jones, and Sara Osorio, all subject matter experts from PRINTING United Alliance, to answer three key questions below.

From top left: Adriane Harrison; Stephanie Buka; Sara Osorio; and Gary Jones

What is the most important thing that happened in your area of interest since the beginning of this year?

Buka: “Two things come to mind. The first was the passage of the Freedom to Invest in Tomorrow’s Workforce Act. It allows 529 plans, those accounts that were designed to fund college tuition, to also be used for job training and technical education. PRINTING United Alliance was part of a coalition working on that and we’ve been advocating for it. It was signed into law July 4th. The other, within the budget reconciliation bill that was passed, has several tax provisions that make conditions more friendly for businesses. Particularly, a 20% tax deduction for small businesses was made permanent. I think Alliance members and the industry will be pleased.”

Jones: “On the federal level, the focus has been to implement a deregulatory agenda, but there hasn’t been much activity directly impacting the printing industry. However, there has been more activity at the state level, particularly with the expansion and continuation of EPR (extended producer responsibility).

Three new states have jumped into EPR this year, which makes for seven states that are using it to address printed paper and packaging waste. So, there’s a big movement in that direction. Also, in the states, we’ve had a significant breakthrough in cleaning solvents in Southern California giving printers more options for cost-effective solutions that work, and we were able to keep a ban on carbon black in inks off the books. We are also continuing our work to keep Washington State from banning chlorinated pigments, which could be devastating to the industry.”

Osorio: “The one thing that stands out the most is heat illness. So far, six states have some sort of regulation in place to address it. There’s also the federal proposed rule from OSHA, and though we’re uncertain where that is going, we expect it to change. But temperatures are going up, heat illness is going up, and there’s a lot of demand in the states to do something.”

Harrison: “There are a few things. The EEOC (Equal Employment Opportunity Commission) issued a guidance document that has removed gender identity protections. Is it the most important thing to focus on? I’m not sure, but it is a big thing. Particularly for employers, this means companies don’t have to provide bathrooms for trans employees and the employees cannot necessarily use the bathroom of their choice. Also interesting is that there is still not a quorum at either the EEOC or the NRLB (National Labor Relations Board), and neither can perform significant business without a quorum. Finally, companies that have a significant population of immigrant employees need to be ready in the event of an ICE (Immigration and Customs Enforcement) raid, which means that they should be prepared to show accurate I-9 forms related to their employees. It also is important for employers to be aware of the laws and protocols.”

What is the most important development in your area of interest that you expect to see for the year ahead?

Buka: “We will still have the same administration in place in the year ahead, so I expect we’ll continue to see rollbacks in regulations. In terms of trade and tariffs, I don’t expect to see much change moving ahead – the administration will continue to aggressively explore tariffs, really as a tool to get other countries to comply. The problem with that is tariffs are harmful to the printing industry. For instance, lithographic printing plates and structures for SEG framing systems require aluminum, which is currently subject to a 50% tariff, and there is not an adequate supply of aluminum here in the U.S. In general, the Alliance is against broad tariffs. Beyond trade policy, we can expect certainty from a legislative standpoint, but it will all hinge on the ability of Congress to pass a budget.”

Jones: “Looking forward, I think we’re going to see more state-level action on banning chemicals found in printed products and packaging including components used in inks. We expect to see an expansion of EPR for printed paper and packaging as well as textiles. California passed an EPR bill on textiles in 2025, and several other states are considering the same type of legislation. With the growing number of states passing EPR bills, we expect to see a push at the federal level for one national bill to eliminate all the inconsistencies at the state level. We are also tracking a possible ban by the City of Los Angeles on single-use printer cartridges unless there is a takeback program. While it currently covers home and small offices, there is pressure by environmental groups to expand it to cover commercial printing applications. So, we’re seeking clarification and monitoring it.”

Osorio: “From the OSHA perspective, I see two things. The first is enforcement trends under the new administration. It will be interesting to see what changes will be added to the proposed heat illness rule, particularly given the current regulatory freeze. There is activity federally on deregulation. Also with OSHA, we’re seeking to modernize the current lockout/tagout standard, so it makes more sense with current technology.”

Harrison: “I expect that we will see more state laws and regulations being proposed and enacted in response to what is not happening in the federal government. The states will likely address paid time off and medical leave. Regarding compensation, I expect to see more changes to minimum wage laws and a movement toward pay transparency, which seeks to close the pay gap for women and people of color, who are historically paid less than white men in similar jobs.”

How can print businesses best prepare themselves to perform well in your area of interest, either in the presence or absence of regulatory guidance?

Buka: “I think PSPs will need to be agile, try to be aware of what’s happening, and consider their business processes – how they will respond to changes. This may lead to changing their pricing strategies and seeking diversification among their industry suppliers. To do so, they will need to be nimble and flexible. There is always the cost and burden of compliance, though it seems this Congress has been receptive to regulatory reform. In terms of legislative action, however, we may see more movement from states. In Ohio, for instance, we recently worked to urge the governor to veto a sales and use tax provision.”

Jones: “It’s important to remember that there is still a bevy of regulations on the books that companies need to meet. While there is a move to deregulate, air permitting and other regulations still need to be met. We’re working to get EPA to withdraw and reconsider a proposed stormwater permit as it imposes unacceptable testing and monitoring conditions on printing companies. Even though we are working hard at the federal and state level for improved regulation, compliance is not going away. ‘Today’s customers and the broader public increasingly expect companies to uphold a moral responsibility to protect the environment.’ Fortunately for printing, we have met this challenge, and technology has helped us to reduce our environmental footprint. However, we need to keep moving in the right direction.”

Osorio: “When it comes to OSHA and workplace safety, some smaller companies think they don’t have to meet the requirements, but a lot of the regulations have requirements for things like periodic inspections, training, and paperwork. In an inspection, OSHA would want to see that. Though there are current questions about what will happen with enforcement, OSHA is not going away – that’s been established. Regardless of regulation, there’s a moral factor: you’re working to protect your employees.”

Harrison: “I would say if companies don’t have a local employment attorney, they should establish a relationship with one, so they have somewhere to go. I would also urge them to check back regularly with their trusted sources on employment law and compliance and understand the laws in their state or area. While there is often time, as much as six months, to respond to new regulations, it’s important they know what will affect their businesses. Business owners should not put their heads in the sand and hope they’re compliant.”